E‐recruitment gets the Nike tick of approval: System frees HR staff to perform more consultancy

Abstract

Purpose

Examines the reasons for, and success of, the introduction of e‐recruitment at the Europe, Middle East and Asia (EMEA) headquarters of Nike.

Design/methodology/approach

Focuses on the problems that Nike was experiencing with its traditional paper‐based recruitment methods, why it chose the ActiveRecruiter e‐recruitment system, and some of the lessons learned.

Findings

Demonstrates that savings of around 54 percent on recruitment costs have been identified since the system was introduced, and there has been far less reliance on external recruitment and search agencies. The average time to fill vacancies has fallen from 62 to 42 days. The cost per hire has also reduced and Nike believes that it has covered the cost of its investment in ActiveRecruiter in only six months. Each recruitment‐team member can handle 15 positions simultaneously, as well as acting as consultant to the business.

Practical implications

Highlights Nike's view that ActiveRecruiter can become a one‐stop shop for quality recruiting, and that this will help to ensure that increased time can be put into improving the capability of line management in interviewing techniques, and that the resourcing group can be freed up to play a more consulting and advisory role.

Originality/value

Provides plenty to interest HR executives in any organization that receives many more job applications than it has vacancies available.

Citation

(2005), "E‐recruitment gets the Nike tick of approval: System frees HR staff to perform more consultancy", Human Resource Management International Digest, Vol. 13 No. 2, pp. 33-35. https://doi.org/10.1108/09670730510586995